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Description
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DX Design: Diversity Experience as an Accelerator - Ann Marie Fred, Red Hat; Marky Jackson, Equinix; Hope Lynch, CloudBees; Zainab Daodu, She Code Africa & Moderated by Brian Dawson, Ortelius,
Virtual Track
Speakers: Zainab Daodu, Marky Jackson, Hope Lynch, Ann Marie Fred, Brian Dawson
As a moderator of this diverse and accomplished panel, Brian Dawson will lead a discussion on real world experience and practices in achieving community growth and team performance though based on diversity and inclusion and in the presence of common challenges and impediments. Attendees will gain honest insights on D&I, and practical examples which they can apply within their communities and organizations.
A
B
Today
I
have
an
esteemed
panel
of
all
shapes
sizes,
colors
beliefs,
experiences
and
perspectives
to
talk
about
dx
design,
diversity
experience
as
an
accelerator
I'll
go
a
little
bit
more
into
the
topic
of
why
we
chose
this
term
dx
design,
but
you
know.
Needless
to
say,
diversity
has
been
a
key
and
important
topic
in
the
software
development
and
delivery
space.
For
a
number
of
years
now
I
actually
complement
the
continuous
delivery
foundation
and
the
linux
foundation
on
driving
these
discussions,
but
surprise,
surprise.
B
I
still
think
we
have
a
lot
of
work
to
do
and-
and
I
think
it's
important
that
we
actually
kind
of
pull
out
of
the
scientific,
academic
and
and
and
and
share
our
experiences,
so
we
can
figure
out
how
to
better
other
experiences
with
that
said,
I'd
like
to
take
a
moment
to
introduce
our
panelists,
or
rather
have
our
panelists
introduce
themselves.
So
first
I'd
like
to
start
with
zainab.
C
C
Diversity
is,
is
personal
for
me
because,
starting
out
in
tech,
I
started
out
much
later
than
I
would
have
started
because
of
the
whole
idea
of
it's
not
for
women
or
women
can
handle
the
whole
stress,
and
all
that
is
involved
in
tech.
But
when
I
found
out
this
wasn't
true
and
I
was
able
to
get
in,
I
you
know
made
up
my
mind
to
try
and
help
as
many
women
as
I
can
get
into
the
tech
space
and
to
improve
diversity.
B
Awesome,
thank
you
for
joining
us
and
then
marky
jackson
unfortunately,
was
who
was
a
panelist.
I
was
excited
to
have
on
board.
He
has
deep
community
experience
deep
software
engineering
experience.
Unfortunately,
marky
was
sick.
This
morning
woke
up
with
an
extremely
high
fever,
where
we
have
the
best
wishes
for
him
and
and
he
will
be
joining
us
in
the
chat
to
answer
questions
just
won't
be
part
of
the
panel
next
hope.
Lynch
hope
can
you
introduce
yourself
absolutely.
A
A
D
Okay,
good
great
okay,
I'm
a
senior
principal
software
engineer
at
red
hat
and
bit
about
my
background.
I
was
a
software
developer
for
more
than
20
years
started
out
in
research.
I
worked
in
pervasive
computing.
I
was
a
consultant.
I
did
web
application
mobile
cloud
computing
website
development.
Now
I
work
on
developer
tools.
D
I
was
a
hr
manager
for
a
few
years.
I've
done
devops
things
for
about
10
years,
and
I've
also
been
a
security
focal
for
the
last
three
or
four
years.
So
just
yeah,
like
a
lot
of
you,
just
a
wide
variety
of
experience
over
the
years,
and
I
love
mentoring
and
supporting
other
people
in
technology.
That's
always
been
something.
I've
been
passionate
about,
and
one
interesting
story
about
my
own
experience
with
diversity.
D
When
I
went
to
university,
it
was
probably
20
of
my
class
was
women
when
I
went
to
the
devops
field.
I
very
clearly
remember
my
first
devops
conference
about
10
12
years
ago,
and
I
I
was
like
man,
I
feel
like
I'm
really
a
minority
and
I
looked
around
the
room
and
I
counted.
There
were
a
hundred
people
in
the
room
and
two
of
us
were
women.
D
B
B
On
my
background,
I
am
engaging
in
this
panel
currently
as
ortillius
board
member.
I
also
am
head
of
partner
relations
at
ripple
a
blockchain
based
company,
and
I
have
worked
across
the
spectrum
like
ann,
marie
and
hope
across
the
spectrum
of
software
development
and
delivery,
and
I've
arrived
at
describing
myself
as
a
technologist
that
is
focused
on
optimizing
software
development
and
delivery,
with
a
particular
focus
or
care
for
the
human
element
right,
because
humans
are
involved
in
all
software
development
and
delivery.
Well,
thank
you
all.
B
I
am
excited
to
dig
into
it
real
quick
before
we
get
into
the
topics
and
and
really
learn
and
hear
from
y'all.
I
just
wanted
to
you
know,
sort
of
revisit
and
dig
a
little
bit
more
into
the
goal.
So
sort
of
the
thought
here
with
with
dx
design,
has
to
do
with
the
fact
that
we
as
engineers
are
people
that
deliver
software
or
technology
based
products
do
or
at
least
we
should
have
a
particular
focus
on
ux
user
experience
right.
B
We've
moved
beyond
ui
thinking
to
end
to
end
user
experience
thinking
and
in
fact,
we've
even
started
to
talk
about.
How
do
we
support
diverse
user
bases
right?
I
still
think
we
have
a
long
way
to
go
there.
So
the
idea
here
is
is
diversity
is
really
a
matter
of
everybody's
individual
experiences
right.
So,
as
community
members
team
members
managers,
how
do
we
design
for
a
positive
dx
diversity
experience
such
that
it
can
drive
community
engagement,
growth
and
team
performance?
B
What
are
our
suggestions
for
driving
positive
outcomes?
Okay,
so
to
start
you
know,
I'd
like
to
level
set
a
bit.
I
always
like
to
level
set
and
I'd
like
to
get
a
thought
from
the
panelist.
I
have
my
own
that'll,
maybe
tack
it
on
the
end.
I
see
hope
smiling
like
when
does
brian
not
have
his
own
opinion,
but
but
but
what
is
diversity?
B
A
For
me,
diversity
is
you
know
what
at
the
basis,
it
is
a
difference
right,
something's
different
than
something
else
and
bringing
in
those
differences
is
important.
Some
people
I've
I've
talked
to
in
the
past.
You
know
they
compare
it
to
cooking
right
if
you're,
cooking,
something
and
you're
just
using
salt
or
you're,
just
using
pepper
you're,
probably
not
going
to
get
something
that
tastes
that
great.
A
A
The
conversations
I
know
within
the
last
couple
of
years
around
artificial
intelligence
and
the
bias
that
had
been
built
in
to
some
ai
programs?
Why
was
that
bias
built
in?
Because
the
people
who
were
building
the
programs
were
all
basically
the
same
type
of
people,
overwhelmingly
male
overwhelmingly
white,
so
when
they
are
building
the
programs
looking
at
the
algorithms,
there
was
not
a
thought
about.
A
Do
I
need
to
consider
something
else
so
and
those
algorithms,
if
you,
if
you
take
that
out
to
let's
say
a
worst
case
scenario,
can
impact
people
in
their
everyday
lives
right?
Do
you
get
approved
for
fi?
You
know
for
financing.
Do
you
get
opportunities
to
have
certain
jobs
if
you
are
being
put
through
a
screening
tool
that
ai
is
looking
at
so
diversity
in
software?
I
think
touches
everyone.
B
Awesome-
and
I
would
chime
in
and
of
course
anybody
else-
you
know
again,
let's
have
an
open
discussion,
so
feel
free
to
jump
in
yeah.
I
love
the
call
out
on
ai,
I
think
in
particular,
while
it
seems
very
minor,
I
was
so
excited
to
buy
this
little
dji
spark
drone
because
it
had
image
recognition.
You
could
send
it
away.
This
is
part
of
my
you
know.
B
Tech
geek
and
I
have
not
been
able
to
use
that
gesture
recognition
feature
because
it
wasn't
tuned
for
my
color
of
hand
right
and
just
to
underscore
hope.
Like
you
say,
all
right,
that's
pretty
trivial
or
ridiculous.
You
could
argue
the
thing
was
300,
so
I
don't
know
if
it's
quite
trivial
right,
but
but
that
could
have
to
do
with
banking
that
can
have
to
do
with.
I
don't
know
tolls
face
recognition
or
identification
for
crime
reduction
or
mitigation
right.
Anybody
else.
C
Yeah,
so
for
me,
diversity
is
about
being
able
to
bring
in
as
many
perspectives
as
you
can
into
like
an
environment
that
we
know
is
non-inclusive
by
default,
because
that's
just
the
truth
and
yeah
I
was
going
to
as
as
hope
mentioned
in
software
development.
I
don't
think
you
can
really
have.
You
can
have
a
great
product
without
diversity,
because
how
do
you
intend
to
serve
people
that
you
know
nothing
about?
C
You
aren't
involved
with
in
any
way,
because
I
feel
like
the
easiest
way
for
you
to
make
impact
in
different
communities
is
just
by
having
representatives
of
those
communities
involved
in
your
organization.
So
and
with
that
you're
able
to
you
know,
get
different
perspective,
you're
able
to
get
ideas
around
I
mean
what
someone.
What
I
am
saying
is
not
what
the
next
person
is
going
to
see.
B
B
D
D
We're
like
oh
yeah,
we're
going
to
have
a
website
that
you
can
go
to
while
you're
talking
to
your
client
in
the
prison,
and
it's
going
to
provide
you
data
that
you
need
at
the
time,
and
you
know
until
we
actually
went
and
talked
to
the
public
defenders
and
like
you're
lucky
if
you
have
a
laptop
at
all
right,
you're
lucky.
If
you
have
a
notebook,
when
you
go
into
that
room,
I
mean
you
know.
We
just
make
stupid
assumptions,
sometimes
as
software
developers,
so.
B
Yeah,
no,
I
think
that's
I.
I
love
that.
You
said
that
to
to
comment
for
a
sec,
because
yeah
when
we
talk
dx
right
when
we
start
with
ux
discovery,
we
have
a
ux
team,
we're
a
product
manager.
What
do
we
do
right?
We
we
go
out
and
we
interview
our
potential
customers
to
understand
what
their
needs
and
experiences
are
right.
B
Well,
you
know,
I'm
gonna
make
the
case
that,
if
we're
build,
if
we,
if
we
acknowledge,
as
you
all
say,
that
diversity
is
important
and
we're
looking
to
build
the
diverse
team
and
we
want
positive
dx,
then
we
gotta
understand
what
people's
experiences
are.
So
hopefully
that's
what
we're
we're
doing
here
today.
I
I
I
wanna,
ask
y'all
another
question
that
we
didn't
get
into,
though-
and
I
think
hope,
maybe
you
know
you,
you
kind
of
preempted
it,
but
so
is
diversity
about
race?
Is
it
really
particularly
about
people
of
color?
B
A
I
I
feel
personally,
it
should
be
as
wide
as
possible
and
the
I'm
going
to
use
another
example.
The
company
that
I
love,
that
to
me
demonstrates
a
novel
way
today,
really
of
embracing
diversity
in
hiring
for
product
development
is
ideo
in
california,
they
bring
in
intentionally
very
young
people,
very
old
people,
people
with
various
backgrounds,
various
levels
of
enablement
right
so
that
when
they
all
are
working
on
a
product,
everyone
is
looking
at
it
with
different
eyes.
A
But
the
challenge
too,
though,
one
of
which
they
have
solved
pretty
well,
is
when
you
have
these
different
people
at
the
table
are:
are
they
actually
going
to
be
listened
to
right?
Yes,
that
is
the
thing
so
having
a
diverse
group
of
people
is
important,
but
making
sure
you
have
a
mechanism
where
everyone's
input
is
actually
heard
and,
and
they
have
a
voice,
but
but
ido
is
a
great
demonstration
of
taking
diversity
beyond
your
ethnicity
and
beyond
your
gender.
B
Awesome
phenomenal-
and
I
think
you
just
set
us
up
for
the
perfect
segue
to
get
into
the
topic
too,
and
this
is
experiences
where
I'd
like
to
you
know,
spend
some
more
time
and
sort
of
prod
and
let's
open
up
a
bit
right
in
terms
of
of
kind
of
that
ux
discovery
that
dx
discovery.
So
I'm
curious
to
hear
you
know
what
what
each
of
your
individual
experiences
are
with
diversity
within
your
careers
or,
of
course,
the
lack
of
right,
negative,
positive
experiences.
B
C
C
C
I
got
a
lot
of
scenarios
where
organizations
were
like.
Oh,
we
think
it
would
be
a
good
fit,
but
we
are
not
hiring
from
nigeria,
so
that
was
that
really
affected
me
a
lot
and
the
truth
was
the
truth.
Is
I
wasn't
able
to
fix
that?
I
am
currently
in
the
uk
and
I
have
a
really
good
job
that
I
probably
might
not
have
gotten.
If
I
was
still
located
in
nigeria.
C
C
C
I
found
that,
amongst
all
my
colleagues,
I'm
just
the
only
one.
It's
not
like
the
organization
is
not
okay,
they
try
to
make
the
environment,
but
I
mean
it
will
feel
really
great
if
you
had
like
you
know,
other
people
like
you,
you
know
amongst
the
team.
You
know
people
who
understood
you
know
your
jokes
or
your
sense
of
humor
things
like
that
within
the
team.
It's
it's
it's.
C
So
they
are
not
so
comfortable
and
you
see
when
people
are
creating
circles
when
they're
trying
to
they
tend
to
subconsciously
or
unconscious,
consciously
go
for
people
who
are
like
them
and
at
the
end
of
the
day
you
kind
of
feel
left
out
and
things
like
that
as
well.
You
have
things
like
unconscious
bars,
and
things
like
that.
So
I
feel
like
when
it
comes
to
diversity.
It's
not
just
about
it.
C
It
should
be
as
as
wide
as
possible,
as
hope
mentioned,
and
through
all
the
process
through
every
process
hiring
you
know
in
the
community,
you
should
try
to
make
the
environment
as
inclusive
as
possible.
Try
to
make
the
team
as
beggars
as
possible
so
that
you
can
have
that
welcoming
environment
for
everyone.
B
Awesome
awesome,
yeah
and
you
know
anybody
jumping
in
any
other
time,
but
you
know
I
I
I
will
say
that
I
have
gotten
into
well.
First
actually
I'll
lead
in
this
way.
It
was
a
discussion
we
had
offline.
I'll,
be
perfectly
frank,
I
just
turned
49
I'm
effectively,
calling
myself
50.
right.
I
I
remember
early
in
my
career
in
gaming
that
started
at
playstation
feeling,
like
the
young,
whiz
kid
right.
I
I
could
I
I
could
do
it
all
I
was.
I
was
climbing
up.
B
I'm
now
experiencing
a
new
dimension
of
kind
of
that
that
that
that
that
that
bumping
up
against
diversity
and
inclusion
in
in
the
dimension
of
age
right,
but
with
that
one
of
the
things
that
I
feel
like
I'm
arriving
at
and
I
think
some
additional
wisdom.
I
have
that.
I
worry,
you
know
with
some
unconscious
ageism
or
age
bias
that
is
being
practiced.
B
As
I
understand
most
organizations
and
technology,
orgs
and
teams
have
have
have
a
lot
of
work
to
do,
but
I
do
interview
for
culture
and
as
a
key
part
of
interviewing
for
the
culture.
I
look
for
signals
of,
of
either
diversity
and
or
a
healthy
disposition
around
the
importance
of
diversity
right,
and
I
recommend
everybody
kind
of
before
you
join
a
team,
evaluate
on
that
dimension,
right
and
and
and
ask
right
what
is
your
diversity
profile.
A
You
know
one
thing
you
make
me
think
of
well.
Well,
two
things
you
make
me
think
of
and
I'll
try
to
remember
both,
but
one
culture
so
important,
but
one
of
the
traps
I
have
seen
at
other
companies
I've
worked
at
is
they
will
reject
the
candidate
they
weren't
a
culture
fit,
but
the
culture
fit
that
they
are
talking
about
is.
I
am
looking
at
myself
and
my
team
and
they
don't
really
seem
to
fit
in
with
me
right.
They
don't
have
the
same
height.
I.
A
Exactly
so
so
the
culture
has
to
be
curated
at
the
organization
right.
It
has
to
be
an
intentional
organizational
culture,
not
just
an
incidental
culture,
because
you
went
to
college
at
a
certain
place
and
you
hired
someone
else
who
went
to
that
same
college
and
someone
else
who
knew
someone
else
who
went
to
that
same
school.
Now,
you
are
all
saying
you
know
this
is
our
culture
and
your
culture
is
talking
about
the
game
on
the
weekend
at
the
college.
A
You
all
went
to
right,
that's
very
exclusionary
and
as
far
as
not
seeing
people
who
look
like
you
during
interviews,
I
you
know
wow.
I've
had
that
experience
a
lot,
but
one
way
that
can
be
tough
too
is.
I
was
at
an
organization.
They
were
trying
to
do
a
good
thing.
They
really
really
were.
They
were
asking
me
to
help
with
interviews.
B
A
Were
asking
me
to
help
with
interviews?
Yes,
I
totally
understood
why
they
were
asking
me
to
help
with
interviews,
but
I
I
had
to
have
a
conversation
with
them
that
at
a
certain
point,
it
started
to
feel
like
tokenism
right
so
make
more
of
an
effort
to
diversify
your
staff,
actually
diversify
your
staff
versus
just
having
me
in
the
room
to
say:
hey,
look
here,
it
is.
We
have
someone
who
doesn't
look
like
everybody
else,
but
they
eventually
they
eventually
got
together,
which
was
great
but
but
yeah.
B
D
Yeah,
just
real
quick,
another
way
that
I
found
that
we
were
accidentally
filtering
people
out
in
when
I
was
interviewing.
I
interviewed
a
lot
of
people
over
the
years
and,
admittedly,
a
couple
mistakes
we
made
one
was
we
used
to
give
people
take
home
assignments
to
do
right
like
take
this
home
over
the
weekend
and
do
it.
You
know
what
we
were
filtering
out:
we're
filtering
out
everybody
who
has
challenges
at
home
and
everybody
who
has
families
to
take
care
of
right
right.
B
B
D
Know
people
were
looking
for
an
answer
along
the
lines
of
I
read,
all
the
tech
journals
or
whatever
right
that
was.
It
was
cringe-worthy
an
introspection
and
the
reason
that
we
finally
realized
that
we
were
doing
this
is
because
we
got
together
a
diverse
working
group
and
we
sat
down
and
we
talked
about
here's-
how
we're
interviewing
here's,
how
we
can
make
it
better
right,
but
we
didn't
see
it
at
the
time.
B
Well,
I
like
to
share
an
admission
and
then
I
I
I
I
have
a
question
I'd
like
to
ask
too
an
extension
of
hope's
thing.
You
know,
I
think
you
know
look
I
I
could
say
I
value
diversity,
I'm
empathetic,
I
value
humans,
but
I'm
also
not
perfect
right
and
I
have
my
biases
and
weaknesses.
So
you
know
I'll
give
a
a
a
a
shout
out
to
my
friend
karen
taggart.
B
B
You
have
an
old
man
on
you,
have
a
you,
have
a
you:
have
you
have
this
dude
driving
down
the
freeway
in
a
red
ferrari,
running
to
go
really
fast
and
there's
an
old
lady
driving,
really
slow
in
front
of
them,
and
it
was
some
analogy
for
velocity
and
software
development
and
delivery,
but
I'm
assuming
y'all
already
detected
their
the
problem
with
that
right
and
it
was
a
bias.
It
was
a
programming,
but
it
was
funny
because
it
was
a.
It
was
a
really
diverse
room.
B
One
of
the
things
I
love
about
tech
in
dc
females,
people
of
color
different
ages
and
someone
just
stood
up.
I
think
it
was
karen
and
raised
their
hand
or
she
prompted
someone
next
to
her.
Like
wait.
Brian
stop
me
mid
talk
right,
so
the
one
thing
I
want
to
call
that
out
for
because
we'll
stay
on
this
for
a
minute
is
just.
B
I
think
that
that
experience
taught
me
what
I've
also
learned
outside
of
the
professional
world
is
that
I
got
to
realize
I'm
on
a
journey
myself.
We
all
have
to
realize
that
that
we
have
room
for
growth
and
kind
of
evaluate
how
we're
interacting
with
others,
how
you,
how
we're
viewing
the
world
and
what
biases
are
we
bringing
to
the
table
right?
B
Can
I
ask
and
anne
marie
I'm
gonna
ask
you
off
of
what
hope
said
right
and
I
think,
as
we
focused
on
diversity
and
really
you
know,
there's
been
a
you
know:
a
big
emphasis
post
summer
of
2020
on
bringing
more
people
of
color
into
the
field.
There's
been
a
big
diverse,
you
know
a
big
or
a
you
know
a
positive
but
conspicuous
focus
on
gender
diversity.
We
still
have
a
lot
of
work
to
do.
B
D
But
I'm
just
going
to
kind
of
like
lean
into
that
and
I'm
going
to
be
out
there
right,
yeah,
I
I
don't
know
I
I
haven't
seen
it
too
much,
but
it
it
definitely
exists
and
yeah.
There
are
times
when
I
feel
like
I'm
I'm
there,
because
I'm
a
woman,
but
maybe
they're
not
going
to
listen
to
what
I'm
saying
right.
That's
that's!
The
main
thing
like
I
had
to
go
to
special
training
to
learn
to
be
super
assertive
in
meetings
right,
so
I
could
be
heard
right.
B
Wow
yeah
any
other
thoughts
on
that,
and
thank
you
for
sharing
that
yeah
and
I
guess
I
want
to
ask,
as
we
sort
of
dig
into
the
experience
you
know,
can
any
of
y'all.
Think
of
you
know
I'm
going
to
lean
on
a
negative
and
a
positive,
be
sure
before
we
sort
of
move
on
to
solutions.
Has
anybody
here
ever
felt
marginalized
and
again
it's
it's
not
griping,
it's
not
whether
it
was
a
reality
or
not.
B
A
So
I
get
there
I'm
there.
You
know
a
few
days
in,
and
everyone
has
been
very
cordial
they've
spoken
they've
said
hello,
but
I'm
just
kind
of
hanging
out.
There
are
meetings
happening,
I'm
not
in
the
meetings
and
I'm
like,
and
this
is
in
office.
This
is
not
remote.
This
is
in
office.
So
at
that
time
my
desk
was
down
the
hall
because
they
they
were
working
on
reconfiguring
desks.
So
teams
sat
together,
but
I
was
down
the
hall,
so
I
thought
okay
I'll
take
a
little
time
for
onboarding,
etc.
Work
through
that.
A
A
A
Oh
yeah,
oh
yeah,
so
I'm
sitting
there
and
I
think
to
myself.
You
know
this.
This
is
this
is
not
going
to
work
out,
so
I
did
not
make
it
confrontational.
But
I
had
a
conversation
with
my
manager
and
I
said
look
this
is
what's
happening.
I
don't
need
you
to
do
anything,
but
there
might
be
some
ripples,
so
I'm
just
letting
you
know
in
advance
in
case
anything
comes
up
so
the
way
I
ended
up
managing
it
was.
I
started
setting
meetings.
You
know,
let's
have
a
meeting.
Let's
talk
about
the.
A
A
Shrak
morbis,
you
know,
flies
with
honey,
right
right
situation
and
eventually
it
worked,
but
it
took
time
and
one
person
was
very
honest
with
me
later
and
I
will
give
him
credit
he's
very
blunt
after
he
got
to
know
me,
and
he
said
you
know
honestly,
I've
never
seen
anybody
that
looked
like
you.
He
met
woman
in
black
right
in
this
role
and
automatically
assumed.
A
A
Exactly
but
then,
once
we
got
into
it
and
we
started
having
conversations
and
they
were
like.
Oh
my
god
wait
a
minute.
You
actually
do
know
a
lot
of
things.
Yeah
yeah,
I
actually
do
so.
I've
been
in
that
situation
several
several
times
easier,
I
think
easier
to
make
progress,
sometimes
in
a
non-technical
area,
especially
for
women
and
women
of
color,
because
they
automatically
assume
you're,
not
technical.
B
A
B
You
know
in
terms
of
frank
and
and
and
stay
off,
mute
to
jump
in
and
I'll
share
this
we
often
in
the
united
states
and
in
the
black
community,
and
it's
not
it's
not
discussed
outwardly
a
lot.
So
I'm
going
to
do
it
here.
We
talk
about
the
black
tax
right,
which
there's
a
gender
tax,
and
it's
when
we
talk
about
being
called
in
okay
zion.
If
you
say
you
need
more
diverse
interviewers,
but
we
haven't
addressed
our
diversity
problem.
So
now
we
lean
on
one
person
to
do
all
of
it.
B
That's
one
form
of
the
tax
right.
Another
form
of
the
tax
is
well
look.
Ideally
it's
hard
integrating
into
any
new
group
right
and
there's
already,
I
think,
in
an
ideal
world
the
responsibility
for
me
as
a
new
person
to
kind
of
lean
in
but
gosh.
I
expect
people
to
also
lean
into
me
right
now
when
there's
biases
age,
gender
color
race,
in
between
it.
Now
that
usually
doesn't
mean
people
are
going
to
reach
out
to
me
and
if
they
do,
it
may
not
be
in
a
way
that
actually
makes
me
feel
safe
and
secure.
B
C
C
That
we
could
handle
like
it
was
just
the
assumption
they
felt
like,
and
I
think
another
thing
that
even
made
my
experience
more
was
the
fact
that
I
went
to
like
an
islamic
university.
So
there
was
this
ideology
that
you
these.
Ladies,
at
the
end
of
the
day,
you're
not
going
to
use
this
school
for
anything.
C
Your
parents
just
want
you
to
have
the
certificates,
and
afterwards
you
get
married
and
things
like
that,
so
they
they
weren't,
really
taking
us
seriously
and
it
affected
me
for
a
while,
because
I
actually
believed
at
some
point
I
was
like.
I
can't
do
this.
I
can't
do
this
it's
too
hard,
but
when
I
graduated
you
know
I
started
looking
for
job
and
somehow
I
stumbled
into
tech,
and
you
know
I
was
able
to
overcome
that
ideology
that
is
too
difficult
for
me
or
other.
Ladies
out
there
to
do
so.
B
C
Night,
you
know
and
when
you
give
birth
you're
going
to
have
to
take
maternity
leave.
You
know
how
important
this
rule
is.
What's
going
to
happen,
that
three
months
you
know-
and
so
many
you
know
things
like-
are
trying
to
make
me
step
out
of
that
room
and
not,
but
I
was
determined
that
I
wanted
to
do
this
and
I
was
like
I
can
do
it
and
I'm
going
to
do
it
and
I
was
in
that
room
until
I
actually
left
the
organization.
C
B
Thanks
for
sharing
that,
I
think
there's
an
interesting
outcome
that
I'll
probably
be
getting
more
later.
Look.
You
were
a
vested
smart,
valuable
employee
once
person,
one
person's
view
and
bias,
and
maybe
it
projected
the
organizational
view.
You
know
what
you
just
churned
an
employee
that
could
have
stayed
on
and
delivered
value
and
just
business
and
sense,
whether
you're
empathetic
or
not.
That
costs
right
so
with
that.
That
is
actually
a
good
segue
to
the
next
topic,
and
I
do
want
to
say
actually
before
we
move
to
this
next
topic.
B
I
I
myself
and
I'm
sure
you
know
the
entire
panel
could
get
into
a
number
of
really
sort
of
eye-opening
experiences,
positive
and
negative-
that
we've
had
around
diversity
or
lack
of
within
our
team.
Obviously,
there's
not
enough
time
to
do
it
all
audience.
Members
please
in
chat.
Please
share
your
experiences
or,
if
you're
interested
in
learning
more
about
ours,
please
here
and
I
want
to
underscore
look
this
isn't
we
are
all
I
I
think,
and
I
I
would
beg
to
say,
continually
and
progressively
successful
professionals
in
this
space.
B
B
How
do
we
ensure
a
positive
experience
for
to
use
hope
term
earlier
for
a
wide
range
of
dimensions
of
diversity
right,
whether
I'm
in
germany
or
nigeria,
you
know
or
I'm
50
or
I'm
25.,
you
know,
do
you
do
you
all
have
you
know
you
know
ideas
or
even
better
sort
of
proven
experiences
that
you
can
lend
to
our
audience
to
help
to
to
to
help
the
community
be
better.
Anybody
want
to
jump
in.
C
Okay,
so
I'm
going
to
speak
from
the
point
of
open
source
communities,
because
I
work
a
lot
with
open
source
communities
as
a
personal
contributor
and
also
as
a
part
of
my
work
with
she
called
africa
and
personally,
I'm
not
a
di
expat,
but
I
think
personally,
organizations
and
communities
need
to
be
more
intentional
about
this.
I
feel
like
a
lot
of
communities
and
organizations
actually
talk
more
than
they
actually
do.
A
lot
of
people
are
saying
things
yeah.
We
want
diversity.
C
Yes,
we
want
our
community
to
be
inclusive,
we
are
inviting
diverse,
but
they
are
not
really
putting
in
the
work
or
creating
that
inclusive
environment
or
that
environment.
That
is
comfortable
and
you
know
inclusive,
and
there
are
a
couple
of
reasons
why
I'm
saying
this.
The
first
is
that
as
open
source
programs
manager
for
she
got
africa.
What
I'm,
what
we
are
trying
to
do
is
you
know
to
encourage
more
women
to
get
involved
into
open
source
and
every
day
we
hear
stories
from
these.
C
Ladies
or
these
women
that
they
have
the
interest
they
want
to
be
part,
but
they
just
don't
see
that
environment
for
them.
They
just
don't
see
like
the
community
actually
needs
them.
They
feel
like
okay,
when
I
the
way
they
are
talking,
you
know,
I
don't
even
know
what
to
say.
You
know
I
don't
even
know
how
to
come
in
and
things
like
that.
So
one
of
the
ways
we
try
to
solve
this
is
okay.
We
try
to
create
programs
and
try
to
like
bring
these.
Ladies
to
these
communities.
Try
to
reach
that
communication
gap.
C
So
we
are
at
the
open
source
communities
that
keep
saying
they
want
diverse
and
inclusive
communities.
Where
are
the
organizations
the
community
that
want
to
welcome
diverse
contributors?
Why
are
they
not
participating
in
such
programs?
Because
I
believe,
like
this-
is
one
of
the
easiest
way
for
you
to.
You
know.
Take
that
step
towards
having
that
diverse
community
so
which
comes
to
my
first
point.
Organizations
need
to
be
more
intentional
about
you
know
having
diverse
communities.
C
There
are
a
lot
of
programs
out
there
that
are
already
because
we
in
the
underrepresented
communities
have
seen
that
there's
this
gap
and
we
on
our
own
are
trying
to
come
up
with
ways
that
we
can
breach
this
gap.
But
we
can't
do
it
alone,
because
we
are
trying
to
infiltrate
or
we're
trying
to
penetrate
this
non-inclusive
community,
so
without
support
from
the
community.
It's
it's
not
going
to
be
possible.
D
B
Yeah
yeah,
and
thank
you
no,
the
only
thing
I
was
gonna
say
is
that
is
one
of
the
key
links
and
a
lot
of
the
other
things
we
could
talk
about.
We
need
to
do,
or
we
talked
about
earlier
right
it
being
intentional
about
seeking
out
involvement
in
your
open
source
communities
of
diverse
part.
You
know
engaging
with
chico
africa,
that's
the
first
domino
right
and
having
diversity
within
your
team,
ann
marie.
A
A
Let
me
think
of
something
else,
but
one
of
the
things,
though,
that
I
have
seen
building
the
community
is
building
the
pipeline,
not
just
looking
at
people
who
are
already
sitting
there,
who
have
already
made
the
decision
that
they're
going
to
work
in
in
technology,
but
everywhere
I
go
when
I
see
anybody
from
an
underrepresented
group,
if
they're
in
high
school,
if
they're
in
college
they're
already
in
a
program,
they
think
that's
the
program
they
want
to
be
in.
My
first
question
is:
have
you
ever
thought
about
technology?
A
Oh
my
gosh!
No,
you
know
I.
Why
not?
Oh,
I
saw
this
television
show
and
on
this
tv
show
you
know
it
just
looked
miserable.
Well,
you
know
that's
television
right
and
and
helping
them
understand
the
various
ways
and
the
full
range
of
opportunities
that
exist
in
technology.
You
don't
have
to
be
a
developer.
A
You
know
to
necessarily
be
in
technology.
There
are
other
avenues
and
other
things
you
can
do
and
other
other
ways
in
and
maybe,
if
you're
in,
for
a
little
while
you
decide,
you
know
what
maybe
I
do
want
to
work
in
engineering.
I
do
want
to
code.
That's
great,
but
but
not
everyone
you
know
has
has
to
write
code.
Although
everyone
does
have
to
write,
you
know
what
I'm
saying
but,
but
it
is
it
is.
It
is
something
of
there's
some
block
there
there's
a
perception.
A
You
know
if
we,
if
we
could
hire
a
pr
company
to
go
on,
you
know,
on
a
campaign
and
just
help
people
see
there
there's
a
lot
of
fun
involved.
There's
a
lot
of
growth,
there's
a
lot
of
great
relationships
that
I've
built.
I
mean
you
know,
and
I
know
this
is
my
thing,
so
I
I
love
it,
but
there
are
a
lot
of
qualified
people
who
could
be
here
a
lot
of
qualified
people
who
could
be
here?
Who
and
my
best
analogy
for
it
is
when
people
say.
A
B
C
A
B
Yeah,
I
love
that
and
there's
so
many
things
I'd
like
to
say
here,
but
I
think
what
what
I
hear
the
three
of
y'all
nail
right
with
sponsorship
with
deliberate
engagement
and
outreach
with
diverse
populations
that
want
to
get
in
with
addressing
the
pipeline
problem
that
that's
actually
really
fundamental
right.
I
think
in
a
lot
of
ways,
maybe
sally
naive
or
overly
optimistic,
but
I
also
feel
sort
of
analytically.
This
is
the
case
that
starts
to
erode
away
at
the
problem
right.
B
B
So
if
we're
you
know,
we
can
get
to
the
business
need,
but
we
have
a
moral
obligation
to
consider
those
people
when
we
develop
software
for
them
right
one
to
to
properly
consider
them.
We
need
to
establish
practices
in
the
way
we
develop
and
deliver
software.
That
brings
diverse
views
to
the
table,
maybe
they're,
not
all
engineers,
but
we
need
to
show
that
we
develop
transparently
and
do
future
feature
reviews
before
we
go
to.
B
Maybe
sam
in
accounting
has
a
view
right
on
the
software,
how
the
software
works
and
when
we
talk
about
whether
you're
a
banking
mobile
app,
whether
your
face
id
like
id
me
whether
your
your
embedded
systems
in
your
car,
smart
dashboard
right,
they
all
affect
our
lives
and
they're
all
they're
all
affected
on
one
end
right.
So
that's!
What
is
our
objective
middle
if
we
want
to
achieve
velocity
in
software
delivery?
The
biggest
point
of
friction,
the
fuzzy
fungible
point
is
human
to
human.
B
So
we
need
to
make
sure
we
optimize
for
that,
because
we
can
create
all
the
ci
cd
pipelines.
We
want
all
the
automated
processes,
but
you're
never
going
to
get
out
of
humans
is
the
friction
point
and
look
for
for
ceos
that
often
give
lip
service
to
this.
Don't
just
give
lip
service,
because
at
the
end
of
the
day,
this
affects
your
bottom
line,
people
that
don't
feel
welcome,
people
that
don't
feel
psychologically
safe
or
like
they're.
Adding
value
or
can
contribute
they
leave
that
costs.
B
A
My
closing
sound
bite
is
number
one
connect
with
me
on
linkedin
love,
meeting
new
people,
but
number
two
look
at
whatever
is
next
right.
Look
at
what
is
that
next
horizon
in
technology?
If
you
have
not
found
your
thing,
your
thing
might
be
somewhere
out
on
that
bleeding
edge
right
and
don't
be
shy
about
going
out
there
and
engaging
with
it.
A
I
know
early
in
my
career,
because
I
was
so
curious
about
things
and
tinkering
with
things
I
sort
of
came
into
technology
sideways
right
and
it
was
because
I
saw
a
new
shiny
thing
I
wanted
to.
I
wanted
to
play
with
it.
I
wanted
to
check
check
it
out
here.
I
am
all
these
years
later.
So
look,
look,
look
for
your
thing
in
technology
and
I
I'm
pretty
sure
it
exists.
D
Kind
of
playing
off
what
hopes,
I
think
you
know,
I
think
the
most
important
aspect
of
a
technologist
is
knowing
how
to
learn
right,
knowing
how
to
teach
yourself
new
things,
and
so
just
when.
I
think
it's
very
important
that,
when
we're
looking
to
bring
people
into
our
organizations
that
that's
a
key
thing
that
we're
looking
for
as
well
is
people
are
open
to
learning,
not
necessarily
people
who
are
already
experts.
C
Thank
you
so
for
me,
I'm
just
going
to
be
speaking
towards
open
source
communities.
I
think
it's
very,
very
considerate,
in
fact
that
you
have
like
a
lot
of
people
within
the
community.
It's
it's
not
like
an
organization
where
you
have
to
go
through
kind
of
like
an
interview
process
or
something
before
you
select
the
kind
of
people
that
come
into
the
community.
The
open
source
community
is
not
like
that.
C
So
it's
very
important
that
communities
need
to
put
in
more
work
into
creating
that
inclusive
environment,
and
this
is
beyond
just
having
a
code
of
code
of
conduct
in
your
readme
file
somewhere
in
github
repository.
No,
because
a
lot
of
open
source
community
believe
that
once
they
have
that
they
are
covered,
but
no
it
doesn't
stop
there.
They
need
to
find
ways
to
enforce
this
code
of
conduct
and
make
the
community
a
safe
place
and
an
inclusive
place,
a
welcoming
place
for
diverse
contributors.
B
B
Inextricably
combined
right
and
culture
is
is
almost
as
simple
as
what
you
reward
and
what
you
discourage
right
and
we
all
not
the
female
in
the
room,
not
the
older
person
in
the
room,
not
the
black
person
in
the
room,
but
all
of
us
have
a
responsibility
to
inspire,
encourage
and
support
the
diversity
that
we
not
want
to
see,
but
we
need
to
see
so
y'all.
Thank
you
so
much
for
this.